Most bosses don’t realize they are micromanaging. Here’s 4 signs to look out for

boss micromanager

Micromanaging can be toxic in the workplace.

Many bosses don’t even realize they are actively practicing micromanagement.

Managers often fall into this role due their expertise at the tasks their subordinates are performing. After all, their ability to excel at such tasks is likely what got them promoted in the first place. Occasionally, a manager feels more comfortable with these tasks than he does with the more complicated ones he now has assigned to him, so he will fall back into the habit of doing them. This is where micromanagement begins to reveal itself.

One popular business voice, author Ron Ashkenas, discussed this phenomenon in the Harvard Business Review, where he stated: “At higher levels managers usually need to dial down their operational focus and learn how to be more strategic. To do so, managers have to trust their people to manage day-to-day operations and coach them as needed, rather than trying to do it for them.”

As a business owner, manager, or employee, you should never take the practice of micromanagement lightly. While it may seem harmless, it is actually much more than a minor quirk in the functioning of the workplace. Micromanagement causes employees to perform poorly, and managers to avoid more important work.

Thankfully, you can avoid falling into this trap by listening to the advice of two important authoritative voices on the subject: Harvard Business School professor Teresa Amabile and psychologist Steven Kramer. Through detailed research, they helped determine how to avoid micromanagement and they discuss this in their book “The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work.”

Speaking on the negative effects of micromanagement, the authors state: “When people lack the autonomy, information, and expert help they need to make progress, their thoughts, feelings, and drives take a downward turn — resulting in pedestrian ideas and lackluster output. Managers panic when they see performance lagging, which leads them to hover over subordinates’ shoulders even more intrusively and criticize them even more harshly — which engenders even worse inner work life.”

So it can be a vicious cycle.

In their work, Amabile and Kramer lay out 4 ways bosses become soul-crushing micromanagers:

  1. They Don’t Allow Autonomy

People work best when they have some sense of freedom and confidence in the work they are doing.

While a boss has to be careful about how much freedom and oversight is used, avoiding the feeling of being overbearing is of utmost importance.

In fact, one of the best bosses researched in “The Progress Principle” made his workplace run better by placing simple, clear goals for employees to reach, while avoiding any kind of imposed requirements on how the goals were achieved.

This allowed employees to have motivation for reaching their goal, without feeling stressed out and frustrated by minute manager imposed rules.

  1. They Ask, But Don’t Assist

Many micromanaging bosses will constantly pester employees about their performance/progress, often taking over a task instead of helping them understand how to do it better.

This demoralizes the employee and hurts their confidence in being able to perform their job in the future.

Focus must be placed on helping employees become better at their job, not simply doing it for them in frustration.

  1. They Blame Quickly

Nothing demoralizes employees faster than feeling that they were punished or accused of a faulty performance.

Instead of jumping to conclusions or focusing to much on who is to blame, managers should be thinking the situation through and looking for a way to guide an open exploration of causes and possible solutions (along with the employee).

This will avoid a situation where employees are reluctant to approach the manager for help when things go wrong.

  1. They Do Not Openly Discuss Their Own Work

Micromanaging bosses are often so busy looking at the work of others, that they don’t give enough thought to, or share enough information about their own work.

This blocks their own growth as professionals and also denies employees access to the bigger picture and knowledge of how their work fits into the puzzle.

Want to be better at your job? Don’t wait for formal performance reviews to get the feedback you need

feedback performance success

Getting good feedback from relevant people can be very useful.

It can be especially important when it comes to the workplace, as feedback can help you grow and thrive in your field, increasing your value to employers.

Unfortunately, however, most people do not give and receive feedback often enough. Often it might be limited to just an annual evaluation with your boss.

There are several reasons for this lack of feedback/communication between employees and managers, but usually it’s because people don’t know how to ask for it, when to ask for it, or how to interpret it when they receive it.

Typically people avoid soliciting feedback either out of fear of a negative response or to avoid coming on too strong. However, in the business world, establishing a strong connection and feedback loop, between you and your boss, is far more important than personal insecurities.

According to the Ed Batista, an instructor at Stanford Business School, the best way to get used to soliciting feedback is to do it more often. The fear of receiving a negative response reduces the more you seek it out, and ultimately critical feedback is more useful than praise. The reason for this is that negative feedback shows you how to improve and allows you to grow, thus making yourself much more valuable in the long term.

Getting good feedback more often will increase your satisfaction at work, make you more productive and also lead to better performance reviews.

So ask away.

Here are a few pointers to help you get the right kind of feedback often.

  • Good feedback can come from sources other than your boss. Your clients and co-workers can provide vital inputs as well.
  • Don’t be afraid to ask for it casually. Assessments don’t always have to be a formal meeting between manager and employee; it can be a quick conversation after a presentation or in passing.
  • What you also want to keep in mind when soliciting feedback is to ask the right questions. Instead of a generic question: “Do you have any notes/feedback for me?” phrase it to have a particular response, such as “What’s one thing you noticed I could improve for next time?” or “What’s the most important thing I could do differently the next time?” The more you tailor your questions, the better and more targeted your response. So think about what kind of feedback you want before you ask.
  • Finally, don’t hold back on asking questions if you are on a virtual team. Discussing work and projects online can, unfortunately, remove the human connection, which can set back productivity. If you are on a virtual team, don’t rely only email to discuss issues and solutions, but instead pick up the phone. Many nuances and language can be misinterpreted in email. Talking with people can have a more positive effect than email.

In short, the best way to solicit more feedback is to ask for it more frequently and specifically, from as many people as possible, whenever you can. Also, you should also be open to giving feedback to your boss or co-workers whenever possible to create an open network of collaboration and support. The key to any relationship, working or otherwise, is open and honest communication.

How to react to mistakes made by co-workers or employees


We have all experienced a scenario where a co-worker or employee makes a mistake that causes either other employees or the customer grief.

While mistakes are not to be taken lightly, they will happen from time to time.

Being not only effective in correcting these scenarios, but also knowing how to handle your co-worker with respect is important. When done appropriately, you should be able to salvage the situation as much as possible, keep your relationship to your co-worker pleasant, and ultimately help the entire team grow stronger.

So, the question is, how do we react when a co-worker or employee has made a mistake?

Although frustration is the natural response, especially in scenarios where the mistake has the potential to be very costly, it is important to use your energy towards constructive measures and criticism. Simply blowing up on, or dismissing the co-worker outright, has the potential to make the situation more difficult to handle.

Not being harsh does not mean the employee or co-worker is free of blame. In many scenarios, a simple reprimand may be beneficial and appropriate. It will allow the employee to realize their mistake and build themselves up toward avoiding it in the future. Additionally, being able to express your frustrations in this scenario will help avoid stress and grudges.

Some bosses and co-workers, however, may take a less direct approach: compassion and curiosity. With this approach, the individual would suspend judgment in the moment in favor of coaching and future practice suggestions.

While both scenarios seem reasonable at first glance, what does research point towards as being the best option?

Ultimately, it says that being compassionate in your handling of employee and co-workers mistakes provides the best results.

Compassion can build loyalty in a team, as well as a sense of trust and belonging. Psychological research into the matter shows that positive relationships and work environments hold more weight in how a person views the satisfaction of their position than does their paycheck. A study by Jonathan Haidt of NYU  showed that employee devotion can lead to the further admiration of a manager, and a positive work environment can lead to a better customer experience.

Anger and frustration, such as reprimands, have the potential to erode loyalty and create harmful self-doubt in workforces. Although they can potentially lead to learning experiences, they can also lead to embarrassment and feelings of ill-will. In his best-selling book Give & Take, Adam Grant (a professor at Wharton Business School) demonstrates that these feelings of ill-will can ultimately come back to haunt the workplace or the boss.

Increasing the stress of a work environment hurts creativity, workflow, and morale. Negative or angry responses are sure to lead to increased stress and a lack of confidence in your workforce. Environments of fear and anxiety cause our brains to feel unsafe, which is the worst quality any company could have. Adam Grant reflects on this situation by stating  that employees are less likely to take creative risks “when you respond in a frustrated, or furious manner.”

Anger has its place, as it can lead us to stand up to unfair situations. However, putting this anger and frustration towards your employees and co-workers is very rarely constructive. Being compassionate and curious is almost always a better option for the workplace.

Three simple steps can help you respond in a compassionate and appropriate manner next time you find yourself in such a situation: reflect, consider their viewpoint, and forgive.


Being calm enough to handle the situation in an emotionally appropriate manner is of utmost importance. Taking the time to chill for a moment can also give you a small window in which to consider the weight of the scenario.

If you rush into a reaction, you risk over-reacting or simply misunderstanding the situation entirely. Additionally, simply pretending not to be angry when you are bothered, is not convincing nor helpful.

Research into the subject has shown that conversation in this state tends to raise both persons’ heart rates, making for a much more stressful environment. Ultimately, keeping an appropriate amount of emotional detachment is the best strategy.

Consider their Viewpoint

They may have a valid point within their mistake, and even if they do not, empathizing with an individual will make it much easier to confront them.

Most of us know what it’s like to be in a lower position, dealing with intimidating superiors above us, so try and remember that feeling when confronting someone about a mistake.

Studies show that taking a detached viewpoint can help you see details you missed and make interactions go more smoothly.


Empathy and forgiveness will ultimately strengthen your relationship with employees or co-workers.

A productive and happy workforce is bound to be more successful than one that is bogged down by insecurities and constant second-guessing.

Additionally, less stress will lead to less sick days being taken.

Dr. James Doty, Director of Stanford University’s Center for Compassion and Altruism Research and Education, points out that compassion over aggression does not let “them off the hook.” Instead, he suggests this compassionate response allows them to realize their mistake without having their confidence and work abilities destroyed.

As a Manager, Do you Reciprocate Favors, Hard Work and Loyalty?

favors loyalty promises boss workplace

While reciprocity is part of our moral code as individuals, in organizational settings, efforts, favors and loyalty are not acknowledged enough.

But if reciprocity is so common an occurrence in our daily lives, why is it ignored in the workplace?

Jeffrey Pfeffer, a Stanford professor, along with doctoral student Peter Belmi, conducted some research to dive into this exact question.

The study compared how people reacted to simple favors in business settings versus personal settings.

How Important Are You to Me Professionally?

During their research, Pfeffer and Belmi discovered that when a favor is done at work, the level of reciprocation from people is based on how important the favor-doer is to them professionally.

Even when it came to personal favors at work, the researchers realized that having business on the mind influenced how people reciprocated.

The research found that people wanted to do favors for people who could offer strategic/specific benefit to their career in the foreseeable future.

Another reason people are hesitant to reciprocate at work is because they are unsure whether the favor was genuine or tainted with other motivations.

When the researchers compared these findings to the results they got from studying favors in participants’ personal lives, the outcomes couldn’t have been more different.

When someone did a personal favor, the other person would reciprocate regardless of whether the person provided future usefulness to them or not. This was almost the exact opposite to what was found in the organizational context, Pfeffer said.

As a Manager, Not Reciprocating Causes Problems

Studies show that when employees feel like their managers/companies renege on their promises, or do not reciprocate favors, hard work and loyalty – they are more likely to quit. They will also be less productive, engaged and committed.

Pfeffer recommends that managers/leaders/companies should:

  • Cut back on the calculative way of handling employees and properly acknowledge/reciprocate positive behavior.
  • Be careful what you promise or imply, whether formally or informally. Because once you communicate something, you should do whatever is possible to deliver on that promise.

This will go a long way to help you develop a motivated, loyal and high-performing team.

8 Amazing Resources to Boost Your Career & Make You Think

boost career success think

As you know, if you want to expand your horizons and enhance your career, you need to learn and grow. These 8 posts are all amazing resources that we wanted to share with you to inspire, inform, and transform the way you work. Please read the summaries below and follow the links to read the entire post.

Do you know what you want out of life? In this post which you can read in 7 minutes, Mark Manson flips this common question on its head and digs into a point of view that can actually help you change your life for the better. He asks us to consider what pain we want in our life? What do we want to struggle for? Happiness requires struggle. Read the whole post The Most Important Question of Your Life today!

Imagine a workplace where the salaries are high, the work is fun, and all the coworkers get along swimmingly. Unfortunately, the reality is that no matter how well a company does their hiring process, workers sometimes butt heads. And if you’re experiencing a clash at work, there is some hope. In this post by Money Talking, you will learn 3 tips to help you deal with difficult coworkers. Read What to Do About Your Worst Work Enemy today!

If you’re part of an international company, you have to manage relationships with people from different countries. Sometimes the cultural differences can cause a clash or communication challenge. Every country has a unique management strategy that can easily get lost in translation. And if you’re working with people from different countries, this post will improve your communication. See the fascinating diagrams that reveal how to manage people in different countries.

Do you feel ready to progress to the next level at work? Whether you’re ready to take on more responsibility or get a promotion, you’re eventually going to have to have a talk with your boss. Since you’re not likely to be handed an opportunity without asking for it, knowing how to approach this situation is crucial to your success. Learn how to have the “What’s Next?” talk with your boss and get the results you want.

Have you ever been supervised by someone who micromanaged everything you did? Or are you dealing with this horrible situation now? One of the main reasons people leave their jobs is because they are having trouble with their direct supervisor. And when an experienced person is being micromanaged, it can’t get more annoying. Learn How to Deal with a Micromanager without Killing Yourself First today!

A micromanager is a control freak who can really make you hate your job. And if you’re dealing with one on a daily basis, you’ve probably thought about quitting and you wouldn’t be alone. But be careful what you wish for. Just the opposite can be terrible too. A macromanager’s hands-off policy can be equally infuriating. They’re never there when you need them and offer no feedback or coaching. So if you find yourself dealing with a macromanager, these 7 tips will help you work for a macromanager.

When this female company president became a mother, she wanted to say “sorry to all the mothers I’ve worked with.” As an ambitious career climber, she secretly dismissed mothers at the workplace. She saw them as not being fully committed to their careers and unambitious because they didn’t work as “late” as she did. But when she gave birth to a daughter of her own, she realized how terrible she had been to all the mothers she had worked with. She was a crossroads. Should she pull back from the career she built or spend more time with her baby? The decision gnawed at her. Read the article where she tells you her story.

When Susan Cain shared her poems with her husband, he told her to “drop everything” and dedicate her life to the craft. As a successful author and world-renown writer who had an extensive career in the U.N., her husband’s words were not taken lightly. He knew what he was talking about and he saw the potential in her writing. He kept nudging her forward with an undying support. She create a book proposal and he helped her make it better. He encouraged her to apply to TED as a speaker and she was accepted. Then her book hit the New York Times Bestsellers list. Read the entire story about the globe-trotting career of Susan Cain and why she couldn’t have done it without her husband.

7 Leadership Skills that Apply At Any Stage of Your Career

skills leadership training singapore

Oftentimes people assume that as they progress in their career, they need to develop a whole new set of leadership skills. But on the contrary, certain skills play an important role throughout any stage in your career.

In a study that surveyed more than 300,000 people, 7 leadership skills emerged that took precedent over any others. In this post, we’ll highlight the 7 leadership skills that apply at any stage of your career.

These are great pointers to develop yourself as a leader and also to deliver effective leadership training which takes these overarching skills and helps people master them.

Motivating Others

A great leader finds a way to not only influence other people but inspire them to take action toward a goal. It is important to understand that motivating others is a learnable skill that can improve over time.

Powerful Communication

Excellent communication skills are vital to leadership. When someone is able to articulate their ideas and share them with other people they solve problems faster and get people on the right track without delay. This skill also minimizes wasted time.

Results Driven

If a leader doesn’t deliver results, they can lose face. Great leaders focus on the results and work relentlessly to succeed.

Honest and an Example of Integrity

If a leader is not honest, support for them will quickly erode. Honesty is important for any lasting leader. And integrity shows followers that the leader is not going to back down from their beliefs and commitments but follow them through to the end.

Values Teamwork and Collaboration

The leadership skill of fostering collaboration creates strong teams with committed players. Leaders must be part of a team as well as lead a team by example.

Solutions Focused

A great leader can analyze a problem and quickly come to an effective decision. A leader is always looking for a better way and is open to unique ways of getting there.

Relationship Building

If someone can build rapport with other people and strengthen bonds between groups of people, they have a skill that every great leader has. People make things happen and a great leader never forgets that. Instead they utilize that truth.

These 7 leadership skills play an important role in any stage of your career and must be a primary focus for any of your management and leadership training as well.

4 Ways to Get People’s Attention at Work

get people's attention at work

As you know if you don’t get attention at work, your success could suffer. In order to progress and move up the ladder, you need to get noticed and recognized for the good things you do in the workplace and the contributions you make. Follow these 4 tips and you’ll find more people paying attention to you whether they’re your boss, coworkers, employees, or clients.

Recognize How Other People View the World

Every person’s view of the world is influenced by their experiences and even biological makeup. Due to this, our brains find ways to accept certain ideas and ignore others completely. If you want to get more attention from people at work, you need to either find a way to adapt to their frame of mind, or develop a way to change it.

One way that is shown to work is by using repetition to drill in a message. Try to bring attention to the same thing a few times in secession. For example, communicate about how you were very detail oriented on a project a few times and it’ll be sure to sink in.

Personalize and Amplify Rewards

Every one of us has unique motivations that drive us to try harder and do a great job. Perhaps it’s recognition, a raise, or a chance to speak at the company convention. If you want a sure-fire way to get more positive attention from people at work, start to notice what’s important to those around you (your boss, employees, etc).

Then use those findings to provide valuable/relevant/personalized rewards to people and make them anticipate, visualize or experience the reward in advance.

For example, if you’re offering a luxury trip to top earners, don’t just tell them about the vacation. Send them photographs of the destination and hotel, to amplify the value.

Do Something Unexpected

We all tend to be attracted to and talk about the new and novel. Use this to your advantage as you’re trying to get more attention at work. Try thinking of some creative and positive ways you can disrupt the expectations your coworkers or clients and get them to pay attention.

This doesn’t have to be something huge. Small things can work just as well.

For example, try suggesting a meeting at a new location or while walking, instead of in a meeting room or coffee shop. Or surprise them by beating an impossible deadline.

Create Some Mystery

Do you ever find it impossible to put down a good book? Actually our brains are hardwired to want to complete a task, story, or project once we’ve started, and we’re not too fond of uncertainty either. Use these biological traits to your advantage.

If you are trying to land a new client for example, try to leave something interesting incomplete, that needs to be done next time you meet. They will feel compelled to follow up and have that next meeting.

For more tips and techniques on how to get people’s attention at work, have a look at Ben Parr’s book – Captivology: The Science of Capturing People’s Attention.

Best of the Web: Become Outstanding, Multi-task Properly, Setup an Ideal Workspace, Dare to Disagree and Sleep Better

outstanding leadership and management

This Million-Dollar Advice Will Make You an Outstanding Leader

“Earlier this month I was with a group of global experts who regularly consult with the most successful entrepreneurs and leaders both in small growing businesses and Fortune 500 companies. We were preparing for the Million Dollar Consulting Convention, hosted by the rockstar of consulting himself, Alan Weiss, and I realized I had to ask everyone for their No. 1 piece of advice so that I could share it here.”

Dare to disagree

Most people instinctively avoid conflict, but as Margaret Heffernan shows us, good disagreement is central to progress. She illustrates (sometimes counterintuitively) how the best partners aren’t echo chambers — and how great research teams, relationships and businesses allow people to deeply disagree.

When Multitasking Makes You Happy and When It Doesn’t

Would you be happier if you spent an hour juggling emails, meetings, and data analysis, or if you spent that hour focused only on data analysis? Which would you enjoy more: a Saturday spent bouncing from running errands, to cooking an elaborate dinner, to playing with the kids, or a Saturday dedicated solely to playing with the kids? In short, how does variety among one’s activities influence happiness? Our research tackles this fundamental question.

How A 15-Year-Old CEO Is Bringing Eyesight To Those In Need

Lillian Pravda is the CEO of Vision for and from Children, which helps people without access to vision care. Pravda is also just 15 years old, and her organization has already provided eye care to more than 24,000 people.


9 Ways To Turn Your Desk Into The Ideal Workspace

“Your workstation should fit you like a tailored shirt,” says University of California ergonomist David Rempel. “If I come to your workstation and you’re six inches taller than me, it shouldn’t fit me.”

Better Sleep, Naturally

The world looks very different at 3 a.m. when you’re lying in bed staring at the ceiling or the clock. “How will I make it through tomorrow without any sleep?” you worry.

4 Ways to Deal with Difficult Co-Workers

difficult colleagues at work office

Dealing with difficult co-workers can have several negative effects on your career and your health.

People who purposely (not always though) make your job more demanding create excess stress that can lead to hypertension and, eventually, serious heart conditions. Bad co-workers also tend to stand in your way of getting your job done to the best of your abilities. This limits your career mobility and can prevent you from getting the success you deserve.

There are several effective ways to deal with difficult co-workers that can help you to deal with a situation, patch up a disagreement, or simply get on with your job. Sometimes it takes a lot of willpower to avoid confrontation, but it can be worth it when the result could be that you become your difficult co-worker’s manager and decide their career fate.

Avoid That Co-Worker

If you are dealing with a difficult co-worker that is not in your department and not a part of what you do, then simply walk away from that co-worker and ignore them. When you do not rely on someone to get your job done, then you can do whatever is needed to limit your contact with them and get back to doing your job.

Set The Criteria For Interaction

The Today Show reminds us that we are in control of our work habits and we should exert that control with difficult co-workers. For example, if you have a co-worker that likes to linger and just visit you at your office or cubicle, make time for them but then remind them that you have to get back to work in two minutes. If you have an important meeting to go to, then go to your meeting or remind the lingering co-worker that you will be leaving your office to go to that meeting. This allows the co-worker to say what is on their mind, but still allows you to get your work done.

Find Underlying Causes For Bad Behavior

While it is not your job to be the office psychologist, you still need to find ways to deal with a bad co-worker that are constructive to both of you. Instead of getting into a confrontation with a bad co-worker, you can address the issue directly by asking why their behavior is so negative. Do they not like you? Are they under stress from their manager? Is there a situation they are involved in that angers them and they just take it out on you? Find out the cause of the conflict and you may be able to come up with a way to turn a bad co-worker into a valuable ally.

Take control of your career by understanding how to handle difficult co-workers.
Take control of your career by understanding how to handle difficult co-workers.


Going To Management

No one wants to be that person who complains to management about a bad co-worker, but everyone has their limits. If you are being prevented from doing your job and you have tried everything you can think of to diffuse the situation, then it is time to go to your manager in confidence and get an official resolution to the situation.

Sandbox Advisors has professionals on staff who can advise you on the best way to handle difficult co-workers and get the most out of your career. Give us a call and we will help you to put together a career plan that will remove all of the obstacles in your path, including belligerent office mates.

How to make business networking less painful

business networking cringe

You’re not alone if you hate business networking. Many people cringe even the slightest thought of it.

However, networking and building relationships has countless benefits for your career, including:

  • Generating new business.
  • Exchanging ideas.
  • Staying in the loop, within your function and industry.
  • Career advancement.
  • Help with finding a job.

And if done in a way which you are comfortable with, it can actually be enjoyable.

In this video Marie Forleo shares some quick tips to help you think about business networking differently and to make it easier. Watch it to find out more about:

  • Focusing on giving instead of getting.
  • Being Present.
  • Listening more than talking.
  • Thinking long term.
  • Avoiding over commitment or feeling guilty.
  • Being honest and not saying things just for the sake of it.
  • Taking action immediately.
  • Only going to events that excite you.

And if you want to read more about professional / business networking and become better at it, make sure you have a look at these excellent articles/resources:

Managing Workers Across Generations

managing people across generations

Creating a diverse workforce that contains a variety of generations offers several benefits to your organization. By including Baby Boomers, Traditionalists, Generation X, and Generation Y members on your staff, you will benefit from their varied experience and their different approaches. A diverse work force can also support itself with each generation filling in information that the others may lack.

Diversity creates strength for any company, but it does create managerial challenges. If you want to get a diverse work force to work together, then you need to understand how to manage workers from a variety of generations. It is not always easy to manage several generations at once, but it offers significant business benefits.

Have A Policy In Place From The Beginning

The National Integration Working Group for Workplaces offers a comprehensive study on managing different generations and one of the key concepts the group mentions is having a plan in place to help make managing diverse work forces easier. A company must not only desire to have a diverse work force, but it must have goals for that work force and have a defined path for success for the entire group.

Why is your company creating a diverse workforce? Is it to focus on customer needs, or to create an environment that offers a wealth of solutions to company issues? A policy on how to utilize a diverse work force makes it easier to manage that work force because everyone involved understands the goals and what is expected of the group.

Know The Issues To Avoid Stereotypes

Did you know that generation Y is not nearly as reliant on technology as most people think? According to the Newspaper Association of America, 68 percent of Millennials react to print advertising in newspapers along with utilizing online resources. When you know this kind of information, it can prevent you from making the mistake of assuming that your youngest workers are the tech experts.

Rice University suggests that the best way to manage across generational lines is to understand each generation thoroughly and avoid using stereotypes. When you open up to what each generation can really do, you will maximize your work force and avoid alienating anyone over generational issues.

Know How To Reach Each Generation

A big part of managing a diverse work force is understanding how each generation prefers to get its new information. The Wall Street Journal says that Baby Boomers prefer training material they can read, while Millennials react better to interactive training materials such as videos. If you want to be able to train your diverse work force, then you need to understand the manners in which they each take in information and how they process new ideas.

Your company could benefit significantly from having a diverse work force made up of people from a variety of generations, but you can only benefit if you know how to manage diversity. It takes time to understand the management techniques that make diversity profitable, but the results will make your company much more competitive in your marketplace.